Public Sector Equality Duty

Understanding the Public Sector Equality Duty (PSED) - A comprehensive guide

The Public Sector Equality Duty (PSED), introduced as part of the Equality Act 2010, is crucial in ensuring fairness and equality across public sector organisations in the United Kingdom. This comprehensive duty mandates that public bodies must actively consider how their policies, practices, and decisions affect different protected groups. By understanding and implementing the PSED, organisations can promote equality, eliminate discrimination, and foster good relations among diverse communities. In this blog, Dr Richard Dune will explore the key aspects of PSED, highlight its importance, and provide best practice recommendations for effective implementation.

Key facts and statistics

The PSED covers nine protected characteristics under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Disability employment gap - In 2022, the employment rate for disabled people was 53.2%, compared to 81.8% for non-disabled people.
Gender pay gap - As of 2021, the UK gender pay gap was 15.4%.
Racial discrimination - According to a 2020 survey, 74% of ethnic minority respondents reported experiencing racial discrimination in the workplace.

These statistics underscore the ongoing challenges in achieving equality and highlight the critical role of the PSED in addressing these disparities.

Key definitions

Public Sector Equality Duty (PSED) - A legal obligation for public bodies to consider how their decisions and policies affect people with protected characteristics.
Equality Act 2010 - Comprehensive legislation consolidating previous anti-discrimination laws to protect individuals from unfair treatment and promote a fair and more equal society.
Protected characteristics - Specific attributes or characteristics protected by law against discrimination, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Best practice for implementing PSED

To effectively implement the PSED, public bodies should adhere to the following best practices:

Conduct Equality Impact Assessments (EIAs)

EIAs are a vital tool for assessing how policies, practices, or decisions impact different protected groups. By conducting EIAs, organisations can identify potential adverse effects and take steps to mitigate them, ensuring fairer outcomes for all.

Engage with stakeholders

Engaging with diverse stakeholders, including employees, service users, and community groups, helps public bodies understand different communities' unique needs and perspectives. This engagement should be continuous and inclusive, fostering trust and collaboration.

Training and awareness

Regular training on equality and diversity for staff at all levels ensures that everyone understands their responsibilities under the PSED. This training should cover unconscious bias, inclusive practices, and the importance of diversity in decision-making.

Monitor and review

Public bodies should establish robust monitoring and review mechanisms to track progress and identify areas for improvement. This includes collecting and analysing data on the impact of policies and practices on protected groups.

Transparent reporting

Transparent reporting on PSED compliance demonstrates accountability and commitment to equality. Public bodies should publish relevant information, such as EIAs, progress reports, and action plans, to keep stakeholders informed and engaged.

Recommendations

Implementing the PSED effectively requires a strategic approach that integrates equality considerations into all aspects of organisational decision-making. Here are key recommendations for public bodies:

Embed equality in strategic planning - Ensure that equality objectives are embedded in the organisation's strategic plans and aligned with its overall mission and goals.
Foster an inclusive culture - Promote a culture of inclusion and respect, where diversity is valued and everyone feels empowered to contribute.
Leverage technology - Use technology like ComplyPlus™ legislation and regulatory compliance management software to streamline compliance processes, track progress, and generate insightful reports.

Conclusion

The Public Sector Equality Duty is a cornerstone of the Equality Act 2010, driving public bodies towards greater fairness and inclusivity. By understanding the PSED and implementing best practices, public organisations can make significant strides in promoting equality and eliminating discrimination.

Enhance your organisation's commitment to equality and compliance today. Explore our comprehensive training courses and how ComplyPlus™ can streamline your PSED obligations. Click here to learn more and take the first step towards a more inclusive future.

About the author

Dr Richard Dune

With over 20 years of experience, Richard blends a rich background in NHS, the private sector, academia, and research settings. His forte lies in clinical R&D, advancing healthcare tech, workforce development and governance. His leadership ensures regulatory compliance and innovation align seamlessly.